Following are several statements relating to your approach at work. Each statement is followed by a choice (a or b) – please indicate the choice that you agree with most by marking it. Please note that there are no right or wrong answers merely a preference with regards to how you approach tasks at work. Please only pick one choice and in cases where you agree with both, pick the one that is most like you.
Quiz -“Your Approach at Work.” Single
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Your Approach at Work
Stanford psychologist Carol Dweck has spent her career researching learning and exploring the question – why is it that some people achieve their potential, while equally talented others don’t? The answer, she suggests, isn’t ability; it’s whether you look at ability as something inherent that needs to be demonstrated or as something that can be developed with effort. She calls these mind-sets fixed and growth respectively. Her research bears out that those with a growth mind-set tend to be more successful.
Your responses will tell you which set of beliefs you tend to hold and the behaviours that result. We adopt neither one nor the other all of the time; and our mind-set can change in different contexts. Understanding what is likely to trigger you from one mind-set to the other is the first step towards adopting a growth mind-set more of the time.
Regardless of your preference, the good news is, that with self-awareness, effort and focus on gaining this outcome, we can all change mind-set and adopt a growth mind-set more of the time!
Fixed Mind-set
Your responses suggest that you generally hold beliefs associated with a fixed mind-set. People who hold this view believe that talent, abilities and intellect are fixed and cannot be developed. They believe that people either have the skills and talents or they don’t. Much of our language about ability and performance is framed by this mind-set: “He’s very bright,” “She’s so talented,” “She’s a born leader,” “He has a gift for languages.”
The first rule of a fixed mind-set is to look smart – always and at all costs. If you’re not going to look smart, it’s best to avoid the task. In the face of any setbacks, your inclination may be to hide your mistakes and conceal your deficiencies, because mistakes and deficiencies reflect on your ability and that’s going to be a black mark against you.
You rarely catch yourself taking a risk or enjoying the challenge of being stuck. These are growth mind-set moments and are to be encouraged. Notice your internal dialogue and switch it to more growth mind-set statements “it’s good to learn from mistakes”, “effort means I’m learning something new”, “new skills can be learned”. Encourage yourself to ask for feedback and debrief your performance to learn and gain insight.
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Your Approach at Work
Stanford psychologist Carol Dweck has spent her career researching learning and exploring the question – why is it that some people achieve their potential, while equally talented others don’t? The answer, she suggests, isn’t ability; it’s whether you look at ability as something inherent that needs to be demonstrated or as something that can be developed with effort. She calls these mind-sets fixed and growth respectively. Her research bears out that those with a growth mind-set tend to be more successful.
Your responses will tell you which set of beliefs you tend to hold and the behaviours that result. We adopt neither one nor the other all of the time; and our mind-set can change in different contexts. Understanding what is likely to trigger you from one mind-set to the other is the first step towards adopting a growth mind-set more of the time.
Regardless of your preference, the good news is, that with self-awareness, effort and focus on gaining this outcome, we can all change mind-set and adopt a growth mind-set more of the time!
Not Growth Mind-set Yet
Your responses suggest that you generally hold beliefs associated with a fixed mind-set. People who hold this view believe that talent, abilities and intellect are fixed and cannot be developed. They believe that people either have the skills and talents or they don’t. Much of our language about ability and performance is framed by this mind-set: “He’s very bright,” “She’s so talented,” “She’s a born leader,” “He has a gift for languages.”
The first rule of a fixed mind-set is to look smart – always and at all costs. If you’re not going to look smart, it’s best to avoid the task. In the face of any setbacks, your inclination may be to hide your mistakes and conceal your deficiencies, because mistakes and deficiencies reflect on your ability and that’s going to be a black mark against you.
You rarely catch yourself taking a risk or enjoying the challenge of being stuck. These are growth mind-set moments and are to be encouraged. Notice your internal dialogue and switch it to more growth mind-set statements “it’s good to learn from mistakes”, “effort means I’m learning something new”, “new skills can be learned”. Encourage yourself to ask for feedback and debrief your performance to learn and gain insight.
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Your Approach at Work
Stanford psychologist Carol Dweck has spent her career researching learning and exploring the question – why is it that some people achieve their potential, while equally talented others don’t? The answer, she suggests, isn’t ability; it’s whether you look at ability as something inherent that needs to be demonstrated or as something that can be developed with effort. She calls these mind-sets fixed and growth respectively. Her research bears out that those with a growth mind-set tend to be more successful.
Your responses will tell you which set of beliefs you tend to hold and the behaviours that result. We adopt neither one nor the other all of the time; and our mind-set can change in different contexts. Understanding what is likely to trigger you from one mind-set to the other is the first step towards adopting a growth mind-set more of the time.
Regardless of your preference, the good news is, that with self-awareness, effort and focus on gaining this outcome, we can all change mind-set and adopt a growth mind-set more of the time!
More to Learn to Become Growth Mind-set
Your responses suggest that you generally hold beliefs associated with a fixed mind-set. People who hold this view believe that talent, abilities and intellect are fixed and cannot be developed. They believe that people either have the skills and talents or they don’t. Much of our language about ability and performance is framed by this mind-set: “He’s very bright,” “She’s so talented,” “She’s a born leader,” “He has a gift for languages.”
The first rule of a fixed mind-set is to look smart – always and at all costs. If you’re not going to look smart, it’s best to avoid the task. In the face of any setback, your inclination may be to hide your mistakes and conceal your deficiencies, because mistakes and deficiencies are permanent and that’s going to be a black mark against you.
From time to time, you may catch yourself taking a risk or enjoying the challenge of being stuck. These are growth mind-set moments and are to be encouraged. Notice your internal dialogue and switch it to more growth mind-set statements “it’s good to learn from mistakes”, “effort means I’m learning something new”, “new skills can be taught”. Encourage yourself to ask for feedback and debrief your performance to learn and gain insight.
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Your Approach at Work
Stanford psychologist Carol Dweck has spent her career researching learning and exploring the question – why is it that some people achieve their potential, while equally talented others don’t? The answer, she suggests, isn’t ability; it’s whether you look at ability as something inherent that needs to be demonstrated or as something that can be developed with effort. She calls these mind-sets fixed and growth respectively. Her research bears out that those with a growth mind-set tend to be more successful.
Your responses will tell you which set of beliefs you tend to hold and the behaviours that result. We adopt neither one nor the other all of the time; and our mind-set can change in different contexts. Understanding what is likely to trigger you from one mind-set to the other is the first step towards adopting a growth mind-set more of the time.
Regardless of your preference, the good news is, that with self-awareness, effort and focus on gaining this outcome, we can all change mind-set and adopt a growth mind-set more of the time!
Tendency to Growth Mind-set
Your responses suggest that you generally hold beliefs associated with a growth mind-set. People who hold this world-view believe that talent, abilities and intellect can be developed. Their number one rule is to learn; they are keen to learn new things whether formally or informally. Most of the time, you probably find yourself saying or thinking “It’s much more important to have a challenge than to do something that you have already mastered.” You do care about rankings and doing well, but you care just as much about having an interesting, challenging role where you will encounter innovative ideas and work with inspiring people.
From time to time, you may catch yourself feeling stuck, worrying about the risks of a challenging project or hiding from mistakes. These are fixed mind-set moments. Notice your internal dialogue and switch it to more growth mind-set statements “it’s good to learn from mistakes”, “effort means I’m learning something new”, “new skills can be learned”. Encourage yourself to ask for feedback and debrief your performance to learn and gain insight.
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Your Approach at Work
Stanford psychologist Carol Dweck has spent her career researching learning and exploring the question – why is it that some people achieve their potential, while equally talented others don’t? The answer, she suggests, isn’t ability; it’s whether you look at ability as something inherent that needs to be demonstrated or as something that can be developed with effort. She calls these mind-sets fixed and growth respectively. Her research bears out that those with a growth mind-set tend to be more successful.
Your responses will tell you which set of beliefs you tend to hold and the behaviours that result. We adopt neither one nor the other all of the time; and our mind-set can change in different contexts. Understanding what is likely to trigger you from one mind-set to the other is the first step towards adopting a growth mind-set more of the time.
Regardless of your preference, the good news is, that with self-awareness, effort and focus on gaining this outcome, we can all change mind-set and adopt a growth mind-set more of the time!
Mastery
Your responses suggest you hold beliefs associated with a growth mind-set. This is a strong preference for you. People who hold this world-view, believe that talent, abilities and intellect can be developed. Their number one rule is to learn, learn and learn again! Keen to master new things whether formally or informally. As someone with a growth mind-set, you probably find yourself saying or thinking “It’s much more important to have a challenge than to do something that you have already mastered”. You are eager to get feedback on how you have done, especially where you can improve. You are not afraid to make mistakes, these are to be learned from. You do care deeply about rankings and doing well, but you care just as much about having an interesting, challenging role where you will encounter innovative ideas and work with inspiring people. You believe that with effort comes reward and are rarely deterred by set-backs or failures. You know that when you struggle – this is the best opportunity to learn something new.
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Question 1 of 16
1. Question
In change situations
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Question 2 of 16
2. Question
When choosing a new project
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Question 3 of 16
3. Question
When I have been successful at something
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Question 4 of 16
4. Question
When working on a tough project
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Question 5 of 16
5. Question
Set-backs are
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Question 6 of 16
6. Question
When I am part of a team
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Question 7 of 16
7. Question
When I see others being successful
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Question 8 of 16
8. Question
What do you like to be known for?
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Question 9 of 16
9. Question
I believe intelligence
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Question 10 of 16
10. Question
Your reaction when your Manager tells you they have some feedback is
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Question 11 of 16
11. Question
When it comes to giving others feedback
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Question 12 of 16
12. Question
When working in a team you tend to be aware of
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Question 13 of 16
13. Question
When you give feedback you praise
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Question 14 of 16
14. Question
When someone is stuck you encourage them to
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Question 15 of 16
15. Question
Now that you have completed the questionnaire, are you
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Question 16 of 16
16. Question
“There are no right or wrong answers.” Would you